Sexual Harassment in the Workplace

Sexual Harassment in the Workplace Sexual Harassment Unwelcome lewd gestures, demands for sexual favors and other verbal or physical behavior of a sexual nature. A verbal badgering is in oral structure and incorporates uncomfortable and hostile teasing, clowning, addressing, joking or making suggestive comments or sounds, or verbal repartee. Though a sneer with foul suggestion, sexual movement or yearning meant by hand sign, lips licking or nourishment consuming and industrious being a tease are classified as non-verbal badgering. Covering the divider with pin-up, schedules, drawings, photos of bare and sparsely clad ladies or other sex-based materials and composing sex-based letter are viewed as visual provocation. Sexual presentation likewise falls under this manifestation of inappropriate behavior. Mental badgering damages an individuals mental prosperity and incorporates abusively consistent proposition for dates, rehashed undesirable physical closeness or social welcomes. Physical badgering incorporates tacky activity, for example , touching of a personal body part, tapping, squeezing, stroking, looking over against the body, embracing, kissing, petting and rape. All types of inappropriate behavior will be conduct that inspire sexual consideration There are a few sorts of lewd behavior one of it are sexual compulsion It is known as quid star qul inappropriate behavior in the United States. Sexual Coercion is a kind of provocation which has direct results in some result to the victimized persons occupation. It is occupation separation. Sexual pressure is under a state of occupation, where a straightforwardly or verifiably offer in keeping work or getting an advancement is made by a manager to a worker in return for sexual favors. Such individual regularly has the control over advancement or raise of the representative. In sexual intimidation, advancement and ideal occupation advantages will take after if a worker takes the focal point and agreed to sex. Actually, if the worker rejects, the employment advantages are denied. Next sorts of lewd behavior is sexual disturbance which confront by a large portion of the representative. It is otherwise called threatening environment inappropriate behavior. Then again, the irritating con duct makes a hostile work space which influences the exploited persons capacity to keep working. Lewd behavior is an unbiased offense, from a certain perspective: Men can sexually annoy ladies, and ladies can sexually irritate men. Notwithstanding, insights demonstrate that the mind larger part of inappropriate behavior claims and charges are brought by ladies asserting that they were sexually pestered by men. Individuals of the same sex can likewise sexually badger one another the length of the badgering is in view of sex as opposed to sexual introduction, which is not an ensured trademark under Title VII. Case in point, if a mans collaborators always assault him with sexually express photographs of ladies, and this makes him uncomfortable, he may have an inappropriate behavior claim. In the event that, in any case, a mans colleagues tease and disparage him in light of the fact that he is gay, that may not be unlawful badgering under government law as it is right now deciphered. In any case, such lead may be unlawful under laws instituted by specific states, or even urban areas . There several reason why is sexual harassment is happening. One of the reason is the attire of the individual that is tempting the opposite sex to approach them by wearing clothes that can see their flesh from the outside or wearing sharp colors under garment such as wearing a white color shirt and under garment is bright color for example, pink, red and so on. A manager suggests to a worker that the representative must lay down with him to keep an occupation. Business representative makes disparaging remarks about female clients to his collaborators. An office supervisor in a law office is made uncomfortable by legal counselors who frequently tell sexually express jokes. A clerk at a store squeezes and pets a collaborator without wanting to. A secretarys associates put down her and allude to her by sexist or belittling terms. A few workers post sexually express jokes on an office intranet announcement board. A worker sends messages to associates that contain sexually unequivocal dia lect and jokes. The harasser can be the victimized persons manager, chief, or colleague. A head honcho may even be at risk for provocation by a non-worker, (for example, a merchant or client), contingent upon the circumstances. There is stand out law in presence that verges on managing the issue of lewd behavior in Malaysia Penal Code, segment 509. The Penal Code, segment 509 gives that : Whoever, meaning to affront the humility of any ladies, articulates any words, makes any sound or signal or display any article, expecting that such word or sound should be listened, or such motion or item might be seen by such lady, should be rebuffed with detainment for a term which may reach out to 5 years or with fine, or with both. There are various steps that Human Resources (HR) can take to diminish the danger of lewd behavior happening in working environment. In spite of the fact that will be unable to make the greater part of the strides recorded beneath, Human resources ought to take the greatest number of them as they can. Receive a reasonable lewd behavior approach. In worker handbook, HR ought to have a strategy committed to lewd behavior. That arrangement ought to: characterize inappropriate behavior state in no questionable terms that you wont endure inappropriate behavior state that HR will teach or fire any wrongdoers set out an agreeable strategy for recording inappropriate behavior dissentions state that HR will examine completely any protest that any individuals get, and state that HR wont endure countering against any individual who gripes about lewd behavior. Train representatives. Once year behavior preparing sessions for representatives. These sessions ought to show representatives what inappropriate behavior is, clarify that workers have a privilege to a working environment free of inappropriate behavior, survey their protestation methodology, and urge representatives to utilize it. Train bosses and directors. In any event once a year, behavior preparing sessions for chiefs and administrators that are independent from the worker sessions. The sessions ought to instruct the supervisors and managers about lewd behavior and disclose how to manage grumblings. To take in more about managing representative grumblings, see Nolos article Guidelines for Handling Discrimination and Harassment Complaints. To urge exploited people to report inappropriate behavior, there ought to be sufficient measure to guarantee greatest privacy to minimize shame to the victimized person particularly at the time of reporting and in the process of examination conc erning the protestation. For a situation where the casualty of lewd behavior has endured a misfortune, for example, a downgrade or a disavowal of an advancement, it is fitting to restore such individual to his or her legitimate position at work. The victimized person ought to likewise be adjusted for any financial misfortune emerging out of a dissent of livelihood related profits which were legitimately because of him or her. Where the objection is discovered to be unjustified and unjustifiable, fitting cure ought to be conceded to the denounced individual if there has been any misfortune endured by such individual. Sexual harassment in the working environment exhibits a continuous and developing danger working in a organization. Today, the time is ideal for organizations to start to deal with their danger around there all the more carefully. Counteracting inappropriate behavior in the work environment obliges an impressive speculation of time and staff. At last, then again, these expenses will be balanced by huge investment funds in lawful charges and human services costs. Organizations will likewise profit from expanded laborer gainfulness. From a simply business point of view, an organization just stands to pick up on the off chance that it takes a serious, hard-line position on inappropriate behavior. Not just is it the correct thing to do, it is the brilliant thing to do. Sexual Harassment in the Workplace Sexual Harassment in the Workplace Introduction Equal Employment Opportunity Commission (EEOC) was established in 1975 and since this time sexual harassment has been one of its major issues that arise in the workplace on a day to day basis. Sexual harassment can be defined as â€Å"unwanted sexual attention that would be offensive to a reasonable person and that negatively affects the work or school environment† (Brandenburg 1997, p.1). The key word in this definition is â€Å"unwanted.† The EEOC has used its influence under the Sex Discrimination Act to support claims of sexual harassment at employment tribunals. It has also initiated investigation on organizations that had an excessive number of sexual harassment complaints. The guidelines by the EEOC about sexual harassment are defined as unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. (Bohlander Snell pg112) There are two types of sexual harassment quid pro quo harassment and hostile environment, in which the EEOC recognizes that, will elaborate on. We will also investigate the liability that is held by employers if sexual harassment is not recognized and how employers can prevent from being liable. We will also discuss how failure to adopt a pro-active and aggressive stance on this issue can result in costly lawsuits, and also be a loss of employee morale, decline in productivity, and an erosion of a companys public image. Review of Literature â€Å"A Legal and Psychological Framework† focuses on variety of points concerning sexual harassment. First of all, in the order for companies to act wisely they need to understand the whole issue of sexual harassment. They should consider the disturbing statistics behind an often hidden problem, the legal grounds available to victims, the current trends in the law, and the ways that companies can protect themselves. The Civil Rights Act of 1964 is an act that should be studied and acknowledged by all companies. It has made it â€Å"illegal to discriminate on the basis of race, color, religion, age, national origin and sex†. (Bladley Fishkin, 1998, p. 207). This gave birth to Title VII of the Act, which states that when a complaint is made, employers are obligated to investigate and take necessary corrective measures. In 1986, the Supreme Court held that employers can reduce the danger of being held liable for sexual harassment by establishing procedures calculated to encourage victims of harassment to come forward. Since then, almost 75 percent of companies with more than one hundred employees have adopted anti-sexual harassment policies. Most of those policies look very much like the Sample Antiharassment Policy reproduced in Barbara Lindemann and David Kadues Sexual Harassment in Employment Law, which first appeared in 1992. (Rosen, 1998, p. 25-35) If you are in management, now is the time to refine your sexual harassment policy so that it is in the spirit of your organizations values rather than written to the letter of the law, writes Rita Risser in a report in 1996 by Fair Measures Management Law Consulting Group. Your policy should go beyond [what the law forbids]. If you set your standards too low, one mistake by one supervisor could make you the next landmark case. Also, the EEOC accepts claims for conduct that clearly is not illegal. Since its costly to respond to such claims, its in an organizations best interest to minimize them. (Rosen, 1998, p. 25-35) Sexual harassment is embodied in two different forms and companies should be aware of them. The first type is Quid pro quo is a Latin term, which means this for that. It occurs when an individuals submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individuals submission to such conduct is made a term or condition of employment. It is sufficient to show a threat of economic loss to prove quid pro quo sexual harassment. A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits. Courts have held employers strictly liable for quid pro quo sexual harassment initiated by supervisory employees. A subordinate who submits and then changes his or her mind can still bring quid pro quo harassment charges against the alleged perpetrator. For example, a supervisor promotes a female employee only after she agrees to an after-work-date, the c onduct is clearly illegal (Bohlander Snell, 2007, p 112). Hostile Environment is the second form of sexual harassment. This occurs when unwelcome sexual conduct unreasonably interferes with an individuals job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences, that is, the person may not lose pay or a get a promotion. Employers, supervisors, coworkers, customers, or clients can create a hostile work environment. A hostile work environment might include, repeated requests for sexual favors, demeaning sexual inquiries and vulgarities, offensive language, other verbal or physical conduct of sexual or degrading nature, sexually offensive, explicit or sexist signs, cartoons, calendars, literature or photographs displayed in plain view, and offensive and vulgar graffiti. SEXUAL HARASSMENT INTERVENTIONS Sexual harassment has an effect on people of all races, ages, and regardless of sex. Title VII of the Civil Rights Act of 1964 prohibits sexual harassment and still today many organizations have failed to successfully implement adequate policies and procedures to address sexual harassment issues. According to the U. S. Equal Employment Commission, their agency received an increased number of filed grievances from 10,532 in 1993 to over 15,000 in 1998 (Ganzel 1998). U. S. Supreme Court rulings on cases such as Faragher vs. City of Boca Raton and Burlington Industries vs. Ellerth attempts to decrease the number of sexual harassment grievances filed with the EEOC and the court rulings are requiring employees to work in conjunction with their employer to resolve sexual harassment issues with the EEOC. This requirement places the responsibility on the employer to employ guidelines for preventing sexual harassment and it also places responsibility on the employee to follow the guidelines s et forth by the employer. In turn, the rulings are serving as a motivator to employers so that their action will be in compliance with federal laws. COMPANY POLICY It is important for companies to maintain effective compliance with the rulings of the Supreme Court. It is a requirement of all federally-funded organizations, as well as, schools to establish sexual harassment policies in writing, distributing the policies to employees, and to enforce the policies (Barrier 1998). Effective organizational policies on sexual harassment mush clearly identify (Ganzel 1998): 1)The behaviors constituting the harassment along with the companys intolerance of these behaviors 2)Channels employees must follow to report sexual harassment complaints to their supervisors or designated company representative 3)Strategies the company will follow in investigating and resolving a complaint to include confidentiality practices 4)Warnings that violation of the policy will result in punishments that could include dismissal Assurance that retaliation will not be allowed Good sexual harassment policies echo partnership among company executives, supervisors and employees, and among administrators, teachers and students. Sexual harassment is a demonstration of deeply held beliefs, attitudes, feelings, and cultural norms (Brandenburg 1997). It shows the abuse of power, a gender-power discrepancy, and sometimes power-related vengeance. Marjorie Fink, a national sexual harassment prevention trainer, attributes climate as a major element to guide prevention efforts (â€Å"Trainer: Stop Bullying† 1999). The climate in business and schools is unique. In some organizational climates, verbal teasing, dirty jokes, and sexual pictures may be the central behavior that mirrors sexual harassment; in other instances, improper touching, stalking, or shoving may be the behavior that reflects sexual harassment. As all members of a work organization or school become involved in establishing policy, these related issues can be more effectively addressed and behaviors pursued. GRIEVANCE PROCEDURES Companies and schools are finding internal grievances to be an effective tool to handle sexual harassment claims. Internal grievance procedures may save time, minimize emotional and financial expense, and be more sensitive to all involved parties (Brandenburg 1997, p. 53). In order to be effective, grievance procedures must include clearly defined informal and formal steps for employees to follow when submitting claims. Informal claims should specify how the harassed party should proceed with seeking advice or counsel about a proper response to the offending behavior. Also, informal claims should explain the process of mediation, negotiation, and problem solving that may be used to resolve the issue. In formal claim procedures, grievances are required to be submitted via writing and must present all related facts to the incident who, what, where, when, the scope of the incident, and the names of the individuals involved in the claim. Employees should submit sexual harassment claims immediately after the incident. It is also important for organizations and schools to specify the procedures that are required of employees or students to follow. Grievance procedures should also identify the party or parties to whom grievances must be submitted. According to the grievance officer model, all complaints are processed through a designated supervisor or officer; in the grievance board or committee model, grievances are submitted to a group (Brandenburg 1997). An advantage of the grievance officer model is that it includes one entry point for complaint submission. An advantage of this model is that is may require the harassed employee to deal with someone with whom he or she may feel uncomfortable with discussion the issue. The grievance board or committee model places the problem in the hands of many and has the disadvantage of requiring greater communication and coordination between committee members and the harassed employee which in turn makes the issue more difficult to remain confidential. SEXUAL HARASSMENT PREVENTION TRAINING All employees (supervisors down to line workers, administrators to custodial staff) must have clear and acquired knowledge of the companys policy and grievance procedures. In order to prevent or decrease sexual harassment allegations, it is imperative for organizations and schools to provide access to training for all employees and document their sexual harassment training participation and completion of the training program. It is important that the employees are made aware that although Supreme Courts rulings held companies liable for harassment by supervisors even when management was unaware of the incidents in which a harassed employee did not follow the companys reporting procedures or did not participate in company-sponsored sexual harassment prevention training (â€Å"Protecting Employees† 1988). Effective training should include training on Title VII of the Civil Rights Act of 1964 which prohibits sexual harassment, identify the required actions that may be categorized as sexual harassment, and describe the companys policy and its grievance procedures. Therefore, training provided should serve as a tool to enhance awareness of sexual harassment and present strategies for intervention. Effective training programs provide: 1)Good teaching and learning practices if training is descriptive, intensive, relevant, and positive 2)Involvement of all members of a company or school 3)Interactive problem-based learning experiences 4)Present information from a positive viewpoint, encourage healthy behavior rather than forbidding poor behavior 5)Teach intervention skills (Berkowitz, 1998) Help learners to recognize sexual harassment by providing them with appropriate and relevant definitions and examples of sexual harassment Help learners to interpret which behaviors indicate harassment Encourage participants to share their experiences and their tolerance for certain behaviors as a means of demonstrate their common ground Encourage participants to feel responsible for dealing with the problem Teach intervention skills and provide opportunities to practice them. Use role play scenarios to assist participants find comfortable and appropriate ways to express their discomfort with anothers behavior Assist participants to be free of retaliation. Explore participants fears about retaliation and provide examples of how interventions will be supported. Department of Defense 1995 Sexual Harassment Study In 1994, the DoD implemented 3 types of surveys regarding sexual harassment. The first survey (Form A) was a replica of a 1988 DoD. Disadvantages of the1988 survey was it did not provide opportunities for those responding to the survey to report certain types of behavior related to sexual harassment, the survey limited reporting of sexual harassment claims to occurrences at work, and it did not include items that measured various areas of importance such as how much training was being provided; how effective was the training; what were the opinions of the responders regarding the complaint process. Therefore, two surveys were compiled in which Form A provided comparative data and Form B permitted collection of important information that broadened the DoDs knowledge of sexual harassment in the active-duty member services in 1995. The main purpose of conducting the Form A survey was to compare sexual harassment incident rates between 1988 and 1995. Form B (the second survey), provided an expanded list of potential harassment behaviors of those survey participants, provided respondents to report sexual harassment experiences that took place outside normal duty hours and on/off a military installation, and the measures of service members perceptions of the complaint process and training. For research purposes, the third survey (Form C) was conducted with a small sample of active-duty members. The results from this survey were not calculated. Over 90,000 active-duty military personnel received one of the three surveys between February 15, 1995 and September 18, 1995. Approximately 30,000 members received Form A, 13,600 actually completed the survey resulting in a response rate of 46 percent. Form B was mailed to about 50,000 members with a completion number of 28,300 resulting in a 58 percent response rate. Form C was mailed to approximately 9,500 members and 5,300 surveys were completed with a 56 percent response rate. Major Finding 1: How much sexual harassment is occurring? How do 1995 results compare to those obtained in 1988? (Form A) Major Finding 2: Form B consisted of 25 items. Once the data was collected, it was analyzed and reported into five broad categories. This survey doubled the possible categories of reporting and broadened the circumstances under which harassment could be reported (off-duty hours, off-based). This survey concluded that 78 percent of women and 38 percent of men indicated that they had experienced one or more of the behaviors listed in the survey within the previous 12 months. Major Finding 3: Did service members consider the experiences they reported to be sexual harassment? Many of the service members did not consider the experiences they reported to be sexual harassment. Although 78 percent of the women and 38 percent of men checked one or more items, only 52 percent of women and 9 percent of men indicated that they considered experiences they checked on the survey to be sexual harassment. Major Finding 4: Comparison of surveys and results Based on the information collected from the three surveys, evidence shows that sexual harassment within active-duty military services has declined. Between 1988 and 1995, the percentage of women reporting incidents declined 9 percent while the percentage of men declined 3 percent. Method In our method we decided to have several different people complete an anonymous questionnaire that held a position at United Parcel Service. The questionnaires were handed during the employees lunch break and returned to us at the end of the work day. A large amount of sexual harassment is not reported due to embarrassment or being fearful of termination. Date of Birth Employer Name Have you ever sued anyone before for any reason? Yes No If Yes, Who have you sued? If Yes, Why were you suing them? What is your job title? When did you start working for your employer? Are you still employed there? Yes No If not, were you fired? Yes No If you were fired, when were you fired? What has happened that makes you believe you have experienced sexual harassment? What has been said to you? What is the job title of the person in relation to you that has said or done these things? Have you been touched physically in any part of your body, either with or without your consent? Yes No If you consented to being touched, or involved sexually, did you feel this was important to your job to do so? Yes No Have you reported this behavior to anyone at all? Yes No If so, to whom? Have you reported this behavior to anyone in management? Yes No If so, to whom? When? Was the report verbally or in writing? Verbal Written What was managements response? When did the acts that you believe were harassment take place? Have you had any emotional or psychological consequences from the sexual harassment in the workplace? Yes No Have you shared these experiences with a support group, a doctor, a minister, a spouse, or any other person? Yes No If so, with whom did you share? Have you had any physical illness or results from the sexual harassment? For example, breaking out in hives; insomnia (inability to sleep); nausea or vomiting; pregnancy resulting; headaches (migraine), anxiety attacks, shingles. Yes No If Yes, Why were you suing them? RESULTS Equal Employment Opportunity Data Posted Pursuant to the No Fear Act Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174 *Unable to reconstruct data from FY 2002 through FY 2003 CONCLUSION We have determined that sexual Harassment is definitely not about sex, instead it is about power. This type of harassment is disrespectful and has no justification for the actions that are presented. Companies need to understand the sexual harassment and its severity that can be caused. All companies should have guidelines into place in order to protect themselves. One of the best tools is training on this behavior in order to prevent the action before it takes place. Companies can begin by describing the forms of sexual harassment, which are quid pro quo and hostile environment. Quid pro quo harassment occurs when â€Å"submission to or rejection of sexual conduct is used as a basis for employment decisions and hostile environment can occur when unwelcome sexual conduct â€Å"has the purpose or effect of reasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment.† Although, these two forms have different definitions the ir base point still remains the same â€Å"unwanted behavior.† Intervention is one of the major sources that companies can use in order to save themselves time as well as money on lawsuits. In addition, it can save the employee of any embarrassment they may feel. Sexual harassment continues to go till this day, but we must intervene the first time that it occurs. Allowing this type of behavior to continue is the mistake that is made so often. REFERENCES Berkowitz, A. D. How We Can Prevent Sexual Harassment and Sexual Assault. Educators Guide to Controlling Sexual Harassment 6, no. 1 (October 1998). Bohlander Snell. Sexual Harassment. Nations Business 86, no. 12 (December 1998): Bradley, David Fishkin, Shelley Fisher. (1998). The Encyclopedia of Civil Rights In America. New York: M.E. Sharpe, Inc., p. 207. Brandenburg, J. B. Confronting Sexual Harassment. New York: Teachers College, Columbia University, 1997. Ganzel, R. What Sexual-Harassment Training Really Prevents. Training 35, no. 10 (October 1998). â€Å"Protecting Employees-and Your Business. Nations Business 86, no. 12 (December 1998). Roberts, Barry S. Mann, Richard A. (2000, June 19). Sexual Harassment In The Workplace: A Primer. Retrieved July 2, 2005 from the World Wide Web: http://www.uakron.edu/lawrev/robert1.html Trainer: Stop Bullying and Teasing in K-6 to Prevent Sexual Harassment Now, Later. Educators Guide to Controlling Sexual Harassment: Monthly Bulletin 6, no. 4 (January 1999):

John Henry Newman’s Changing Attitude to Infallibility Essay -- Religio

Examine John Henry Newman’s changing attitude to Infallibility, between the end of Vatican 1 in 1870 and Gladstone’s attack in 1875. In this essay I propose to analyse Newman’s attitude to Infallibility during the period outlined above. I will examine his letters in particular to note the range of correspondents and the approaches taken. I will attempt to see a pattern in relation to his views expressed to mere enquirers writing to him, to national and professional writers seeking information or debating points and to family and friends in connection with the doctrine of Infallibility. Over this five-year period I will deduce from mainly primary sources, his views expressed on Infallibility and his developed reasoning and then present conclusions. Firstly a short historical background to Victorian Britain will set the context. Mid-Victorian Britain saw political reform as a main agenda. There was an established order of churches, characterised by denomination but more telling, by social class, and a defined place in society. The plight of the poor and the devastating effects of industrialisation were not uppermost in the church’s role. These views were being challenged with an increasing secularisation of society, by movements set up to reform and give more people a voice in government, and questioning the relevance of the church. The church played a role in e.g. the Christian Socialist Movement, set up as much to control and limit reform as it was to assist the poor. This was a time of expansion by the Catholic Church, since the re-establishment of the hierarch in 1850. Popular liberal attitudes questioned the loyalty of Catholics to the state and since the 1850’s newspapers and periodicals characterised this view as ... ...ring 1982), pp. 86–88. Rahner, K. ‘A Critique of Hans Kung’. Homiletic and Pastoral Review 71, May 1971, pp.10 – 26. Schatz, K. Papal Supremacy: From its Origins to the Present. Collegeville, MN: The Liturgical Press, 1996, pp.151-162. Strange, Roderick. John Henry Newman: A Mind Alive. London: Darton, Longman and Todd, 2008. Sugg, J. ed. A Packet of Letters: a selection of correspondence of John Henry Newman. Oxford: Oxford University Press, 1983. Tierney, B. Origins of Papal infallibility 1150 – 1350. (‘Studies in the History of Christian Thought’).Leiden: EJ Brill, 1972. Ward, W. William George Ward and the Catholic Revival. London: Longmans Green andCo.1893, p.274. Accessed 9 March 2014: https://archive.org/details/riwilliamgeorgeward. Wolfe, J. Religion in Victorian Britain: Culture and Empire. Manchester: The Open University Press, 1997.

Lake Tahoe and The Growing Importance for Environmental Preservation Es

Lake Tahoe, an enormous expanse of clear, blue, fresh water surrounded by meadows and dense forests and rimmed by snow-capped peaks, is one of the world's great scenic and ecological wonders. Tahoe's water is world famous for its amazing clarity. Even today, one can see objects 70 feet below the surface, a clarity matched almost nowhere in the world. The Tahoe Basin had a slowly evolving and essentially balanced environment for thousands of years, with surrounding forests, meadows and marshlands helping to maintain the clarity and purity of the lake. This pristine environment also provided habitat for great diversity of plants and wildlife. Hundreds of species of native plants thrived in forest, marsh, and meadow. But now, in scarcely a century, an equilibrium that endured for thousands of years is rapidly being lost due to environmental degredation and resource values are steadily deteriorating because of human activities. While there is an appearent lose of wildlife and environment that exists in The Lake Tahoe Basin, there is also an insurgance of environmental conservation that has become increasingly powerful in the attempt at stopping these adverse affects on the environment from happening in the hope that the beauty of Lake Tahoe will continue to exist for generations and generations more. The first major change in the environment came with the logging of the 1860s, when much of the basin's forest was clear-cut. The logging tapered off with the collapse of the mining boom, but not before most of the Tahoe's virgin forest was gone. By the 1920s, cars and better roads made Tahoe accessible to the ordinary visitor, and landholdings began to be subdivided for summer homes, especially along the southern and western portions of the basin. The urbanization of the Tahoe Basin remained a relatively slow process until the 1950s, when the opening of Highway 50 and the completion of Interstate 80 brought the San Francisco Bay area within a four-hour drive. Year-round access to the lake encouraged expansion, as modest clubs designed for seasonal business were transformed into towering casinos packed with visitors throughout the year. The new access in winter also attracted thousands to the basin's ski slopes, and in addition to this increase due to accessability, the 1960 Olympics were held in the Lake Tahoe Basin, at the Squaw Valley Ski Resort. This event crea... ...ve a healthy environment we must conserve the land that has remained untouched. For this reason, the TRPA organization and many other environmental protectionist groups of the Lake Tahoe Basin, support redevelopment as an alternative to new development, and we strongly believe all development should be contained within the existing urban boundaries. Redevelopment allows for many environmental improvements to be made. Bibliography League to Save Lake Tahoe, Lake Tahoe’s Annual Clarity Chart, South Lake Tahoe, California. Douglas Strong, Tahoe: An Environmental History. (Lincoln, NE: University of Nebraska Press, c1984), pp 22-31. Tahoe Regional Planning Agency, About TRPA: Mission Statement. Online. Available: http://www.trpa.org/Mission.htm. Accessed: June 1, 2005. U.S. Forest Service, Lake Tahoe Basin Management Unit, Lake Tahoe Federal Advisory Committee. Online. Available: http://www.fs.fed.us/r5/ltbmu/local/ltfac/. Accessed: June 1, 2005. U.S. Census Bureau. California Population of Counties by Decennial Census: 1900 to 1990. Online. Available: http://www.census.gov/population/cencounts/ca190090.txt. Accessed: June 1, 2005.

Principles of safeguarding and protection in health and social care Essay

1. Define the following types of abuse: a. Physical abuse Physical abuse can include: hitting, slapping, pushing, pinching, force feeding, kicking, burning, scalding, misuse of medication or restraint, catheterisation for the convenience of staff, inappropriate sanctions, a carer causing illness or injury to someone in order to gain attention for themselves ( this might be associated with a condition called fabricated and induced illness ). see more:explain how a clear complaints procedure reduces the likelihood of abuse b. Sexual abuse Sexual abuse includes: rape and sexual assault, masturbation, indecent exposure, penetration or attempted penetration of intimate areas, sexual harassment, involving a vulnerable adult in pornography, enforced witnessing of sexual acts or sexual media, participation in sexual acts to which the vulnerable adult has not consented or could not consent or was pressured into consenting. c. Emotional / psychological abuse The emotional and psychological abuse includes: bullying, threats of harm or abandonment, ignoring, shouting, swearing, deprivation of contact with others, humiliation, blaming, controlling, intimidation, coercion, harassment, verbal abuse, deprivation of privacy or dignity, lack of mental stimulation. d. Financial abuse Financial abuse can include: theft, fraud, exploitation, pressure in connection with wills, property, inheritance or financial transactions, the misuse or misappropriation of property, possessions or benefits. e. Institutional abuse The key factor in identifying institutional abuse is that the abuse is accepted or ignored by the organisation, or that it happens because an  organisation has systems and processes that are designed for its own benefit and not those of the people using the service. For example: People in residential settings are not given choice over day-to-day decisions such as mealtimes or bedtimes. Freedom to go out is limited by the institution Privacy and dignity are not respected Personal correspondence is opened by staff The setting is run for the convenience of the staff Excessive or inappropriate doses of sedation / medication are given Access to advice and advocacy is restricted or not allowed Complaints procedures are deliberately made unavailable f. Self neglect Self neglect is different from abuse by others, but it is still a situation that can place people at risk of harm and, potentially, place them in danger. People neglect their own care for a range of reasons of which the most common are: Increasing infirmity Physical illness or disability Memory and concentration problems Sensory loss or difficulty Mental illness and mental health problems Learning difficulties / disabilities Alcohol and drug misuse problems A different set of priorities and perspectives g. Neglect by others Neglect by others occurs when either a support worker or a family or friend carer fails to meet someone’s support needs. Neglecting someone you are supposed to be supporting can result from failing to undertake support services. Neglect and failure to care includes: Ignoring medical or physical care needs Failure to provide access to appropriate health, social care or educational services Withholding the necessities of life, such as medication, adequate  nutrition and heating. 2. Identify the signs and / or symptoms associated with each type of abuse Physical abuse: bruising or finger marks, fractures, scratches or cuts, pressure ulcers or sores from wet bedding or clothing, black eyes or bruised ears, withdrawal or mood changes, reluctance by the vulnerable adult to be alone with the alleged abuser Sexual abuse: scratches, abrasions or persistent infections in the anal / genital regions, pregnancy, blood or marks on underwear, abdominal pain with no diagnosable cause, provocative sexual behaviour, promiscuity, prostitution, sexual abuse of others, aggression, anxiety, tearfulness, refusal to undress for activities such as swimming / bathing. Emotional / psychological abuse: cared for person fearful of raised voices, distressed if they feel they may be â€Å"in trouble†, cared for person being treated like a child, referring to the cared for person in a derogatory way. Financial abuse: someone is not allowed to manage own financial affairs, person nort made aware of financial matters, very few or no personal possessions, unexplained shortage of money, unexplained disappearance of personal possessions or property, sudden change of a will. Institutional abuse: excessive conformity in daily routines by people using the service such as everybody waking up at around the same time, going to bed at around the same time, having too many similar activities and having meals at the same time. Neglect: medical condition deteriorating unexpectedly or not improving as expected, hypothermia or person cold or dressed inadequately, unexplained loss of weight, clothes or body dirty and smelly, delays in seeking medical attention 3. Describe factors that may contribute to an individual being more vulnerable to abuse Individuals can be more vulnerable to abuse because of an infirmity, mental health issues, memory problems, learning difficulties, advanced age, financial problems or lack of knowledge about their rights. Outcome 2Know how to respond to suspected or alleged abuse 1. Explain the actions to take if there are suspicions that an individual is being abused There are four key priorities in responding to concerns about  abuse: Priority 1: Protect The most important concern is to ensure that the abused person is safe and protected from any further possibility of abuse. Make sure that any necessary medical treatment is provided, and give reassurance and comfort so that the person knows that they are safe. Priority 2: Report Any abusive situation must be reported to the line manager, or the named person in the workplace procedures for the Protection of Vulnerable Adults. There may be formal reporting procedures in place in the organisation, or you may simply make an initial verbal referral. However, it is essential that you make a full, written report as soon as you can after the event. Priority 3:Ppreserve Preserve any evidence. If this is a potential crime scene, you must be very careful not to destroy any potential evidence. Priority 4: Record an refer Any information you have whether it is simply concerns, hard evidence or an allegation, must be carefully recorded. The evidence should be written down because verbal information can be altered and can have its meaning changed very easily when it is passed on. 2. Explain the actions to take if an individual alleges that they are being abused. The priorities in this case are the same as in the case of suspicion. However the first and most important response is that you must believe what you are told. One of the biggest fears of those being abused is that no one will believe them. Confidentiality cannot be always kept in these cases. You must always be clear, when someone alleges abuse, that you cannot promise to keep what they tell you confidential. 3. Identify ways to ensure that evidence of abuse is preserved. In case of physical or sexual abuse there is likely to be forensic evidence. These must be preserved by the following actions: Do not clear up Do not wash or clean any part of the room or area in which the alleged abuse took place Do not remove bedding Do not remove any clothes the abused person is wearing Do not allow the person to wash, shower, bathe, brush hair or clean teeth Keep other people out of the room or area If financial abuse is alleged or suspected, ensure that you have not thrown away any papers or documents that could be useful as evidence. Neglect generally speaks for itself, but it is important to preserve living conditions as they were found until they can be recorded and photographed. This does not include the person concerned, any treatment and medical attention needed must be provided. Outcome 3Understand the national and local context of safeguarding and protection from abuse 1. Identify national policies and local systems that relate to safeguarding and protection from abuse There are a number of national policies designed to protect vulnerable adults from abuse: Criminal Justice Act 1998 Civil action by the victim Care Standards Act 2000 Sexual Offences Act 2003 Family Law Act 1996 Offences Against the Person Act 1861 No Secrets ( England ) , In Safe Hands ( Wales ) Safeguarding Vulnerable Groups Act 2006 ( England and Wales ) Protection of Vulnerable Groups Act 2007 ( Scotland ) ASPA 2007 ( Scotland ) Criminal Injuries Compensation scheme Mental Capacity Act 2005 Police and Criminal Evidence Act 1984 Mental Health Act 1983 Protection from Harassment Act 1997 Theft Act 1968 National Assistance Act 1984 Fraud Act 2006 Office of the Public Guardian 2. Explain the roles of different agencies in safeguarding and protecting individuals from abuse Both nationally and locally, the protection of vulnerable adults forms part of the Safeguarding Adults agenda. Local authorities now have Safeguarding Adults Boards. The local boards are responsible for delivering a multi-agency response to safeguarding adults and to ensure that all partner agencies are recognising and acting on safeguarding issues at a strategic and individual level. The Care Quality Commission regulates and inspects health and social care services including domiciliary and protect the rights of people detained under the Mental Health Act 1983. The Care Quality Commission has a role in identifying situations which give rise of concern that a person or person(s) using a regulated service is or has been at risk of harm, or may receive and allegation or a complaint about a service which could indicate risk of harm. The Independent Safeguarding Authority (ISA) was a non-departmental public body, that existed until 1 December 2012, when it merged with the Criminal Records Bureau (CRB) to form the Disclosure and Barring Service (DBS). The DBS enables organisations in the public, private and voluntary sectors to make safer recruitment decisions by identifying candidates who may be unsuitable for certain work, especially that involve children or vulnerable adults, and provides wider access to criminal record information through its disclosure service for England and Wales. 3. Identify reports into serious failures to protect individuals from abuse There are a number of ‘failures in care’, in the examples bellow in which it is highlited what can happen when a service, or organization fails to protect the persons under their care. The Bichard inquiry into the deaths of Jessica Chapman and Holly Wells. www.bichardinquiry.org.uk You can access information on this case from the above link, which will inform you of the outline of the case, the reason for the failure of care, and the enquiry details. This would be adequate to use as an example of ‘failures of care’. Other points of reference: Ofsted Baby P report Amy Howson Report Alfie Goddard Report 4. Identify sources of information and advice about own role in safeguarding and protecting individuals from abuse Your employer will have their own policies relating to abuse, whistle blowing, etc. These policies are you’re ‘working documents’, as they inform your practice on how to meet your responsibilities whilst performing your role. However there are local and national policies relating to abuse, which also have to be considered. Outcome 4Understand ways to reduce the likelihood of abuse 1. Explain how the likelihood of abuse may be reduced by: a. Working with person centred values Person-centred planning is a process of constant review, learning and listening. Person-centred planning focuses on the immediate and the future, taking into account the needs, thoughts, concerns and opinions of the individual, and consulting their family and friends and others within their ‘personal network’. This person-centred approach helps individuals identify their aspirations, and mobilises those concerned – including their personal network, service agents, non-specialist and non- service sources – to help people pursue their own personal ambitions. Services should, in theory, become more flexible and encouraging active participation. b. Encouraging active participation There are a few steps that can be taken to ensure active participation. These are: FACILITATE: Make contributing easier. Use tasks. Give preparation. INVESTIGATE: Find out why people are not contributing, what would make it easier for them to contribute. Encourage the use of visual aids. CLARIFY: Clarify expectations and objectives. DEMONSTRATE: Show how experience-based learning works. CHANGE: Change the dynamics. Create smaller groups. Silence louder group members. Use temporary rules and gimmicks. CONSULT: Consult the group. Give responsibility. Ask the group to come up with solutions. Be open. Use transparent training. c. Promoting choice and rights This gives the service user the choice to speak out and talk about abuse etc. 2. Explain the importance of an accessible complaints procedure for reducing the likelihood of abuse. By having an accessible complaints procedure, you are encouraging the individuals in your care to ‘speak up’, about any issues they may have. They will not feel threatened, inadequate, or guilty, about making a complaint, with no fear of repercussions if they do complain. If the complaints procedure is easily accessible, the individual will be aware of what to do in the event of a complaint, who to complain to, and what will happen next. Outcome 5Know how to recognise and report unsafe practices 1. Describe unsafe practices that may affect the well-being of individuals Unsafe practices that may affect the well being and safety of your service users could include: Poor working practices: This could include not having proper policies to protect the service users, not have correct equipment to perform their role (hoists, ppe, etc). Not working to the current standards, therefore putting service users at risk. Resource difficulties: This could be that staffs are not trained correctly to perform the tasks their role involves. It could be that the ‘home’ is understaffed, as the budget is not there to employ more staff. The staff group may use agency staff, due to sickness, vacancies etc, and the agency staff are not aware of the needs of the individuals. Necessary facilities/equipment is not purchased due to lack of funds, (wheelchairs, disposable gloves, and correct diet for healthy living, utilities (heating and lighting restricted). Operational difficulties: This could be because of staff shortages, so recommended ratio of staff to service users, are not maintained. The staff group may not work as a team, therefore a continuous service is not maintained, and the service delivery suffers. Inexperienced staff ‘acting up’, in a senior role, that may not have the knowledge to perform the role. 2. Explain actions to take if unsafe practices have been identified It is your responsibility to report any unsafe practices, straight away, to your line manager. To â€Å"Blow the Whistle† on somebody or something means to report somebody for doing something wrong or illegal, especially within an organization. Your organization may have a â€Å"Whistle Blowing† policy, which will protect you and your employment if you report your concerns. Ask your manager or supervisor, if unsure, but follow your organizations policies regarding ‘reporting’ different concerns. You can seek advice from the Adult Protection Co- ordinator or lead person for Safeguarding Adults based at your local Authority/Council. All concerns should be reported accurately. If your concerns are not taken seriously, you must try another route. You must ask for help if you feel â€Å"out of your depth† with a particular individual or issue.

To Appreciate the Nature of Life We Must First Understand the Cell

Life itself is amazing. It surrounds us on a daily basis from the ants in our window seal, the squirrels on the power line, to the bacteria we all have in our mouths and on our bodies. Life is indeed a gift. Every life that comes into this world is made up of cells, life of humans, plants, and animals. I know that to understand the nature of life we must first comprehend the cell, its parts, and organelles. There are two different types of cells, including prokaryotic and eukaryotic. Living bacteria is an example of something that contains prokaryotic cells.Eukaryotic cells are in just about everything, all humans and all animals. I must say that the eukaryotic cell is way more complex than the prokaryotic. A prokaryotic cell does not even hold a nucleus, which is the brain of the eukaryotic cells. Human and animals cells cannot be developed without prokaryotic cells. Even though these two different types of cells are very different they also are somewhat similar. Both contain riboso mes, cell membranes, and cytoplasm. Plant cells are eukaryotic cells but there are items that definitely set them apart. Cell walls, chlorophyll, and vacuoles are difference between the two.By plant cells having these different organelles, they function in a unique order. Each organelle in the cell do different task. Supporting all organelles in the cell is the cytoplasm. Cytoskeleton maintains the shape and gives it strength. The nucleus is a cell’s brain and operating system. The mitochondrion develops energy through cellular respiration. Ribosomes produce protein, while the nucleolus is what makes ribosomes. The vacuole is the largest organelle and it stores food, wastes, and water. The cell wall which is in all cells except animals, protect the cell and allows elements such as water, oxygen, and carbon dioxide to enter.Endoplasmic reticulum is what carries materials through the cell. Lysosomes are what break down large food molecules into smaller ones. Using energy from t he sun to produce glucose is the chloroplast (which can only be found in plant and algae). Cells make up life. We cannot live or operate without them. Each individual cell is like groups of workers that work together. Without the nucleolus which makes the ribosomes, we would not have any protein. And without protein, we as humans could not be healthy. Humans need cells and all their many organelles. Without cells, there is no life.

Conformity and Obediance in ‘Schindler’s List’

Authority and Obedience Speech: Familiarity. Is this really beneficial, or rather an obstacle for the people who yearn to make a difference and move forward in life ? If I were to ask all of you here today, are you afraid of being alone and cast aside, you would all, yes. People are afraid not to conform to the extent that you allow others to formulate your so-called creed and mould you into people they envision, not necessarily the person you aspire to be.All of a sudden, your behavior pattern is the exact replica of your leader, you begin raring your beliefs from them, hanging off their every word until Inevitably, you become utterly devoted. Whether your reasons are simply nullity or even Just exhaustion of being constantly ignored, you have now lost yourself and are living the life that has been mapped out by someone whom you thought you could trust. Familiar Is not necessarily good, It Is only familiar. Comfortable is not necessarily good, It Is often Just familiar.Doll Hitler, the Chancellor of Germany during WI, was, in hindsight, one of the most narcissistic leaders to date, however his true hearted was buried within his authoritative charisma and hypnotic speeches. Oscar Schneider and Ammo Goethe were both fascinated by the authoritative Influence of which their country was surrounded, Both were raised on the very essence of fascism. With these thoughts of tyranny planted deep within their vulnerable minds, these views began to grow and develop into a way of life.Initially manipulating the system, Schneider was concerned only with himself and the success of his moneymaking scheme, however over time, undergoes a change that romps him to spend his fortune to save the lives of those he once exploited. He attempts to hide behind his constant self-control because he was taught that vulnerability is for the weak, yet somehow In spite of this, still seems vulnerable, one could even say fragile, a trait he shares with his foe Goethe.HIS vulnerability is truly highlighted in the end of the movie where he convinces himself that he could have saved more Jews and collapses into the arms of his Jewish accountant and friend, Ithaca Stern. Stepping away from the familiarity and secure Identity of authority In he Nazi party, made him shed his skin of cold hard steel to reveal a much more softer, more vulnerable side of this hero who conquered not only the Nazi's but above all, himself and his own feelings of conformity and compliance.To be able to stand up and overpower the protected familiarity he grew up admits, is utterly Inspiring and encourages us to not always take the role of the sheep but to assume the role of the Sheppard and develop our own ideas instead of merely trusting the charismatic leader of the age. Unlike Schneider, Goethe never manages to stray Into goodness. However, the lack of hang In his basic nature does not render him a one-dimensional character.On the contrary, Goethe is a complex and conflicted man who is torn between the familiar and 1 OFF in the form of the Nazi party as a child, however at this point, having grown and developed an even stronger, habitual even a somewhat fearful sense of narcissism, it is difficult for Schneider to subdue Goethe way of life like he has his own. Sooth's fear of change, his fear of stepping into new realities, is so profound that he desperately clings to the world he knows, to the world he has become a part of. His unwillingness o break free from these constraints ultimately leads to his downfall.We witness one of his battles within himself where he first pardons a Jewish boy and then turns and shoots him, not liking the new picture of himself. Animosity takes over his mind and he resorts to his all too familiar ways. He is too weak, or rather too terrified to face himself face what he is becoming due to the simple fact it involves change. Change is the adversary, in Sooth's eyes and shown through this little Jewish boy. Hence he thought if he relieved himself o f this boy, he would get rid of the change and go back o his life where everything way simple and â€Å"by the book. Inspire of this change continued to haunt him, to creep up on him and strike when he east expected. A war against one's self is a most terrifying ordeal because no matter where you run, where you hide, it will always be with you, tempting you, harassing you and finally consuming you. Chandler's List is no less a â€Å"Jewish story† or a â€Å"German story† than it is a human story. And its subject matter applies to every nation. Of course, the film is about racial hatred and the brutality of humankind, however my interpretation of the two main characters, stems from the concept of not only a war against nations but really a war against one's self.Within Steven Spielberg merciless depiction of Goethe, we witness his battle within his own self, a battle of which he could not win. In the beginning, Goethe was Just like any other Hitler drone, a soldier who m had no intention to question Hitter's authority. However, once Schneider had planted seeds of doubt and punctured his barrier of obedience, disorder began brewing beneath his cold and heartless exterior. The strange logic Schneider introduces to Goethe, forces IM to acknowledge and re-evaluate learned perceptions that he had previously accepted.Today our society raises us to believe that obedience is good and disobedience is bad. We are taught that we should all do what we're told and that the people that are disobedient are almost always bad people. Society tells us this, but it is not true. Most people will even be obedient to the point of causing harm to others, because to be disobedient requires the courage to stand alone against authority. Disobedience is not always wrong. The truth is sometimes it is necessary to be rebellious. Man's development has largely been affected by being defiant.Authority that has tried to prevent new ideas and keep things as they are because of the fear of being overpowered and contradicted. It can cause the most ethical and moralistic to abandon their core values and seemingly close their eyes while following an unjustified authority. Learning to distinguish between the right and wrong guidance would have assisted Goethe to come to terms with himself and those around him. However, Just like the good and evil concept, where there is conformity, there must

Of Mice And Men - Hopes And Dreams Essays - English-language Films

Of Mice And Men - Hopes And Dreams Essays - English-language Films Of Mice And Men - Hopes And Dreams ofmiceandmenthesis Hopes and dreams are both the fuel and fire in Of Mice and Men. Stienbeck uses these to thicken the plot and make the reader take large interest into the characters outcomes. George and Lennie have a dream. Somedaywere gonna get the jack together and were gonna have a little house and a couple of acres an a cow and some pigs. [George, p. 15] Being lowly ranch hands, they dream of a better life, where they dont work for anyone but themselves. George, the much smarter one of the two, is quite optimistic about it. It seems that he has already talked with someone about buying his or her land. Lennie, the mentally retarded brute, is childly amused of the dream. He loves soft things, and touching them; and when George tells of the rabbits they will have on the farm, Lennie shivers in joy. Candy is a much older man, who has lost his hand. He isnt worth as much to the ranchs employer as the other men, so he fears unemployment. He too dreams of a better life. One day, in the bunkhouse, he overhears George and Lennie talking about their future plans. You know a place like that? [Candy, p. 59] George immediately grows suspicious of the man, defending the deal. Candy explains that he hasnt much time left before hes canned and he has no place to go. Candy offers a large sum of money to the two, and asks only to live there until he dies. George accepts and Candy is grateful. Went out to the Riverside Dance Palace his this guy. He said he worked for the pitchers, he said I was a natural, he was gonna put me in a movie [Curlys wife, p. 89] Curlys wife, the symbol of temptation in the novel, has dreams of her own. She wanted badly to become an actress, or work in show business. But, because of a cruel mother, she never met those dreams. Instead, she married Curly, who is a possessive pretty boy, and she is unhappy. Hopes and dreams serve as the main plot. With the loneliness of the setting and situation of the characters in the story, the dreams are quite practical and obtainable. Bibliography Of Mice and Men, John Stienbeck